Friday Telecommuting - Can You Smell the Organizational Backlash?

Here's a nugget of wisdom from a manager I know.  Enjoy the organizational savvy:

Me: How's the Telecommuting Program going?  Did you get it launched?

Manager: Yes, we're starting this week in our department.  Everyone is looking forward to it, although I've got a couple of people who are unsure about how working from home is going to go.

Me: How did you split up the department in terms of what days everyone gets?

Manager: I thought it through a little bit, and I decided to make some standard telecommuting days for the department.

Me: Really?  Tell me more.

Manager: Well, the last thing I wanted, for the departments that rely on my team, is for them to come in looking for anyone on a Monday or a Friday, and not be able to find them.  To me, the perception is that the employee is creating a 3 day weekend by telecommuting on a Monday or a Friday.  Plus, let's face it, it's human nature at 3pm on a Friday to want the weekend to get here already, so it would be tempting to play a little frisbee, etc.  So, I've opted to nip that in the bud.

Me:  Smart idea...

So, here's the story...  New telecommuting program, lots of desire to telecommute in the organization, and the manager proactively takes a look at a potential organizational reaction to his team being out on a Friday afternoon, and institutionalizes something to control for that.

Smart idea, especially given the fact that the program is new and still has to "prove in."

If I could, I'd do one of those "Real Men of Genius" commercials to celebrate the organizational savvy.  I'd call it "Mr. Anticipate the Organizational Backlash" guy. 

Comments

[Ron Ulrici]

Am I a bad dancer if I've been wary of telecommuting from day 1?

Very, very few people are an island in a company. Almost all of us have to interact with others. Yeah, I know that because of technology today, we can interface with each other even if we are miles apart. But, presence still means a lot. Communication experts verify the importance of face-to-face communication.

I also am suspect of the level of productivity. I tried working from home as a consultant years ago. I consider myself a very disciplined person and highly productive. Looking back, I believe that my output was about 60% of what it would have been had I been in a company environment. There are constant interuptions in the home environment and too many temptations to wander away (checking to see if the sprinklers went on, etc.)

Telecommuting is a sexy idea, especially in this age of high gas prices, but I'm still not convinced that it is a good idea.

[Jim Durbin]

Good topic Chris - I think the biggest problem is one of training and discipline. When I first started working from home, I was not very disciplined - then I got really good at it, and now I'm crazy effective.

Are companies going to give leeway on learning? And the bigger question, is unhinged from the corporate desk, will people want to work for big companies from home. Getting a taste of the entrepreneur's life can be dangerous.

[Meg Bear]

people work past 3pm on a friday? I had no idea.

[Kelly Boatright]

Depending on the type of work I'm doing, I can get into a zone at home that I usually can't in the cube. I think one needs to maintain a balance if looking to telecommute. I also find that I'm able to reflect on information I've picked up while in the office on a bit deeper level while I'm working from home. All of these points are only valid if I spend time IN the office as well- so back to the balance part. Finally, if you are not in to what you are doing, you won't be productive anywhere.

[HR Maven]

I posted an interested article from the GR Press in Michigan about telecommuting - http://tinyurl.com/6hqko9

We have a number of people who telecommute (I work in higher ed). Not all people are eligible to telecommute but we look for ways to say yes. Managers who think telecommuters will slack do them no favors!

[Dan McCarthy]

Kris -
One of my fellow managers has allowed her employee to "work from home" 2 days per week because she just had a baby. On the days she works from home she'll be with the baby - no sitter/nanny. I don't buy it. I've hung out with babies - they require 100% of your attention unless they're sleeping.
Your thoughts?

[KD]

Hi Gang -

Ron - good points from your perspective, and I don't think you're wrong to be concerned, plus you represent the feelings of a lot of folks who have to sign off on telecommuting plans - that's the reality...

So that means it's up to folks who get to the opportunity not to screw it up. I think that people who get the telecommunting opportunity have to be more responsive and more available than their office counterparts to ensure that folks that feel like Ron don't say "gotcha - I knew it".

My personal experience is like Jim's and Kelly's. A mix of working from "work" and home is very effective for me. Like Jim and Kelly, I see employees cranking out some productivity when I'm home, and like Kelly, it helps to remain connected in the office for 2-3 days per week. The part-time telecommunting arrangement can also help to prove in the concept to the skeptics.

Dan - I'm with you, and I've got two kids, with infant status close enough in the rear view mirror to remember. There's no way someone can be productive and work with an infant/baby/toddler in the mix. My opinion is that's not a good solution....

Thanks - KD

[Dawn Hrdlica]

To telecommute or not to telecommute---that is the question? Starting my career in a strict retail environment where being on time, 10 minutes before your shift "or your late", on your feet, having to get "coverage" to go to the bathroom---it was difficult for me to believe in my subsequent corporate HR job, that I actually got memorial day off let alone could work a 3 day week or telecommute. Being blessed with a director who believed her HR team could be trusted---she treated us like consultants--we are exempt after all. We could work from home for a few hours--go to the coffee shop down the street to reseach HR on the wi-fi, work from the office, etc---as long as the work was done. Our team has never been stronger or more productive. Base on the current EES market--not to mention the globalization of workworlds--the flex schedule/ telecommuting worlds are going to have to be embraced. I'd hate to punish the whole for the few that may take advantage of "doing their dishes" or making sure Jr. was taken care of while they worked from home. No one seems to track when an employee actually is checking emails at 10pm. As George Michael once said, "Freedom, Freedom, Freedom---you gotta give what you take". In that respect--balance and trust is the key.